A local study on the impact of motivation on performance in private organizations

1.
The following ad supports maintaining our C.E.E.O.L. service
Impact of Employee Motivation on Employee Performance (A Case Study
of Private firms: Multan District, Pakistan)
«Impact of Employee Motivation on Employee Performance (A Case Study of Private
firms: Multan District, Pakistan)»
by Naqvi Hamad; Muhammad Nadeem; Muhammad Abdullah; Naveed Ahmad
Source:
International Letters of Social and Humanistic Sciences (International Letters of Social and
Humanistic Sciences), issue: 25 / 2014, pages: 51­58, on www.ceeol.com.

2. Available online at www.ilshs.pl
International Letters of Social and Humanistic Sciences
25 (2014) 51-58 ISSN 2300-2697
Impact of Employee Motivation on Employee
Performance (A Case Study of Private firms: Multan
District, Pakistan)
Muhammad Nadeem1
, Naveed Ahmad2,
*, Muhammad Abdullah3
, Naqvi Hamad4
1
Faculty of Management Sciences, National University of Modern Languages, Pakistan
2
Faculty of Management Sciences, Indus International Institute, D. G. Khan, Pakistan
3
Faculty of Management Sciences, Air University , Pakistan
4
Ghazi University D. G. Khan, Pakistan
*E-mail address: naveeddgk2010@gmail.com
ABSTRACT
This article is based on the private firms which working in Multan city, Pakistan. In this article
all we studied and analyzed all aspects of the employee motivation importance especially in private
firms. In Pakistan many employees who are working in private firm (especially in Multan) facing
motivational problem. But many private firms working for the employee motivation and encouraging
the employees. In this we also mentioned major factors which can help the firms to achieve employee
motivation. We also observed employee motivation is so important for the employee’s performance
and efficiency and for the private firm’s success. A questionnaire was developed for estimating effect
of employee motivation on firm’s performance. Data was collected through convenience sampling
method. Our sampled people include both, managers and non managers of private firms in Multan
city. This research study will contribute into existing literature through indicating the importance of
employee motivation on performance.
Keywords: private firms; Multan; motivational problem; employee motivation
1. INTRODUCTION
Each firm desires to achieve success and has need to urge continuous growth. This era
is extremely aggressive and firms not with standing volume and promote focus face worker
difficulties. To beat the chains robust, optimistic association ought to be formed. Personnel,
workers of firm are the foremost middle half in order that they got to be unfair and convinced
towards responsibilities completion.
In order to attain their goals and objectives, firms style completely different methods. In
reality some firms realize the fact that workers are the major part of the firms and they can
Access via CEEOL NL Germany

3. International Letters of Social and Humanistic Sciences 25 (2014) 51-58
-52-
get the targets of the firms. If the workers of the firms are not happy, they will not take
interest in attaining the targets of the firms and firms will not be able to get their targets. The
purpose of this paper is to know the effect of encouraging workers on performance in private
firms, particularly in Multan District, Pakistan.
As compared to the public sector, the employees of the private sector are less motivated
in Pakistan. In Pakistan many firms are owned by single person. They have their family
owned businesses, for their own interests they cannot focus on the other employee’s interests
who are working in the firm. First objective of this paper is to know how employees can be
encouraged. Second objective is to find the connection between employee motivation and
efficiency of the firm.
2. LITERATURE REVIEW
2. 1. Motivation
According to Webster’s New lexicon, a motive is “wish to do something”. “Motivate
suggests that “offer reasonably,” motivation is outlined “inspiring method”. Motivation is
process that associate degree goal which someone to attain. Butkus & Green (1999) found
that motivation suggests that to maneuver, power to carry on for satisfying a wish. Martin
and Bartol (2003) discussed that an influence which improves performance and maintain it.
This clarification identifies that so as to achieve assured targets; people should be adequately
active and be obvious regarding their goals. Bedeian, (2006) found that it's an indoor drives
to satisfy associate degree unhappy want and also the wish to achieve. It's the terminal
product of interface among temperament behavior and formal distinctiveness (IRCO).
Motivation may be a set of courses involved with a child of power that enhances efficiency
and leads to achieve goals (Kalimullah, et al, 2010). Barron in 1991 found that it is associate
degree accumulation of various routes that direct and precise our actions to achieve some
explicit desires.
2. 2. Employee inspiration
Rizwan et al in (2012) found monetary, cost-effective are the ideas which give firms
benefits over other firms comparatively. Manzoor et al, (2012) discussed that worker
efficiency essentially rely upon several things such as worker evaluation, worker incentive,
worker happiness, worker reward, training and career protection and formal arrangement.
Workers are responsible for the targets they should come through. Rutherford (2011)
rumored incentive develops associate degree firm a lot of flourishing as a result of angry staff
are perpetually yearning for improved practices to try and do a piece, thus it's necessary for
corporations to influence their staff inspiration.
2. 3. Employee performance
Work presentation of each worker shows his attitude towards attaining his objectives.
Management of the corporations set targets for the workers on the basis of the efficiency of
top level workers. Where as the efficiency of each worker, abilities of each worker are
different which results variability in the performance of the workers. Job presentation
displays efficiency and potency that create a reimbursement to firmal targets. Within the past
staff weren't able to create work connected selections as a result of the system of the firm
doesn't allow them to try. Lawler and Hall (1970) discussed through analysis that workers

4. International Letters of Social and Humanistic Sciences 25 (2014) 51-58
-53-
interest and their will to complete their duties are not linked with their performance on the
job.
They thought performance of the workers can be improved through links with the
community, public etc so the work is not important as the relations. The control concept of
Nineteen Seventies is that happy staff are more productive. Work pleasure is important for
workers to attain their goals as proved in many theories and cases. worker presentation in the
main depends upon several things such as worker evaluation, worker incentive, worker
happiness, worker reward, training and, career protection, firmal arrangement. However this
paper is targeted on solely two most essential factors: coaching and motivation of the worker.
2. 4. Firmal efficiency
Work of individuals that create freelance company characteristics for a few definite
reason is usually called firm and obtaining desired outcome at intervals outlined asset is
considered as efficiency. Efficiency of the firm is measured as how efficiently it attains its
desired targets through the performance of workers which are set in the corporations
(Muhammad, et al, 2011). Firmal effectiveness is outlined because the extent to that associate
degree firm, by the utilization of sure resources, attain targets while not depleting its assets.
Yuchtman E in (1987) discussed that firms have limited resources and they have to utilize
these resources efficiently to take the benefits of these limited resources in the competitive
environment.
2. 5. Factors affecting employees’ motivation
Contemplate wage structures that ought to embody importance firm attach to every
job, payment in line with presentation (Adeyinka, et al, 2007). Guidance of the workers is
also very important and necessary to work with and through other people because workers
should have confidence on the management to get the work done efficiently and effectively
(Baldoni J, 2005). So many studies and theories proved that workers and managers encourage
each other (Rukhmani K, 2010). Inspiration should be from the managers of the firms to
encourage the workers to attain the targets (Baldoni J, 2005).
To encourage the workers of the firm empowerment is also used to make the workers
happy and to keep their interest in attaining the goals of the firms. Actually it is beneficial for
both workers and the corporatons. Empowerment can increase the abilities and efficiency of
the workers because they feel happy and take interest in attaining their tasks efficiently
(Yazdani B. O., et al, 2011).
Faith is outlined because the perception of some one, call to do something , activities
and their call (Hassan et al, 2010). If associate degree firm needs to boost and achieve
success, trust plays a major role thus it must always be preserved to make sure associate
degree corporations survival and to reinforce worker’s inspiration (Annamalai.T,2010). No
matter however machine-driven associate degree firm is also, high productivity depends on
the extent of motivation and also the effectiveness of the manpower thus employees coaching
is associate degree indispensible strategy for motivating employees, a method managers will
instigate motivation is to convey applicable information of their proceedings (Adeyinka, et al,
2007).
2. 6. Motivation result on worker productivity
Motivated staff are inclined to be a lot of productive than non-motivated staff. Most
businesses create some pains to encourage employees however this can be usually easier

5. International Letters of Social and Humanistic Sciences 25 (2014) 51-58
-54-
aforesaid than done. Staff are all people with completely different like’s dislikes and wishes,
and various things can encourage every. Productivity is that which individuals will turn out
with the tiniest quantity effort Productivity may be a quantitative relation to calculate
however well associate degree firm into product and services.
1. Actuated staff is a lot of Productive
If worker are happy and happy then he/she can do his /her add a awfully spectacular
approach, then the result are smart, on the different opposite hand actuated worker can
encourage other staff in workplace.
2. Decision-making and sensible Expectations
It is necessary to interact staff within the decision making deciding higher cognitive method
process.
3. Description, Work setting and suppleness
workers doing right thing at the right time under the guidance of the supervisor will also
increase the motivation and satisfaction of the workers. Flexible working hours, home
assignments, discussion with the workers also increase the level of motivaion of the workers.
4. Pay and advantages
Keeping staff actuated with smart advantages is simple. Corporations also give good salary
packages and different advantages to their workers to improve their efficiency.
3. RESEARCH METHODOLOGY
3. 1. Research Design
The design that used for this study is that the descriptive technique. A descriptive
analysis could be an assortment and interpretation of information. Information collected by
asking a greater number of people from the sample chosen with known backgrounds. This
research is conducted with individuals from completely separate areas. The questionnaires
were conducted to seventy five employees who are operating in numerous departments with
completely different work tasks and firm place.
A sample size of fifty three was calculated through convenience sampling
methodology. Convenience sampling could be a straightforward approach wherever a sample
is chosen consistent with the convenience of the research worker. This convenience is also in
respect of convenience of knowledge, accessibility of the Scale Validity and dependability.
3. 2. Techniques for Data Collection
The procedures for collection of data for this study were basically questionnaires and
observation. Only one type of questionnaire was given to both junior and senior employees
and management to answer. These questionnaires were made up of 17 questions of which
most of the questions were close-ended. Observation is critically studying the behaviors of
employees in the working environment when they have been motivated. That is the behaviors
they put up either positive or negative and the effects, it can have on their performance in the
firm.

6. International Letters of Social and Humanistic Sciences 25 (2014) 51-58
-55-
4. SUMMARY/CONCLUSION OF THE QUESTIONNAIRE
After conducting and analyzing the questionnaire, author observed the importance of
motivation. How much employee motivation is necessary for firm performance/productivity
as well as for the employee performance? Some results related to the questionnaire are given
below:
 For what number of years you're worked with this firm
Less than one year (9.5 %)
1-3 years (26.7 %)
3-5 years (21.5 %)
5-10 years (38.4 %)
The analysis was directed to search out information on the length of service the worker
has been with the firm. Survey results indicated that highest 38.4 % respondents had been
operating between 5-10 years and this followed by respondents 26.7 % who are with the firm
between 1- three years. Respondents who are operating for the shortest amount of your time
but one year stood with respondents seven 9.5 %.
 What is your job responsibility?
Operative worker (60.50 %)
Supervisor (28.28 %)
Manager (6.6 %)
Senior Management (4.9 %)
The analysis inquired to search out the character of jobs of respondents. The analysis
showed that highest respondents 60.50 % were engaged in operative worker connected job
responsibilities and this closely followed by respondents 28.28 %. These were followed next
by Manager that is (6.6 %) & Senior Management that's (4.9 %).
 How much happy you're in this firm?
Very happy (14.5 %)
Satisfied (58.5 %)
Neutral (21.2 %)
Dissatisfied (5.7 %)
Very dissatisfied (1.9 %)
The analysis was directed to search out however happy the respondents square measure
with their gift firm and results shows that terribly happy (14.5 %),Satisfied (58.5 %) Neutral
(21.2 %), Dissatisfied (5.7 %) terribly Dissatisfied (1.9 %)
 Supervisor Listens to staff
Positive Agreement: (71.02 %)
Neutral: (25.21 %)
Disagreed: (3.77 %)
Supervisors have information regarding employee’s work
Positive Agreement: (65.25 %)
Neutral: (29.09 %)

7. International Letters of Social and Humanistic Sciences 25 (2014) 51-58
-56-
Supervisor being truthfulness to staff
Positive Agreement: (58.04 %)
Neutral: (30.19 %)
Disagreed: (11.77 %)
Supervisor Support personal development
Positive Agreement: (61.70 %)
Neutral: (34.53 %)
Disagreed: (1.89 %)
Supervisor has realistic expectation of worker contribution
Positive Agreement: (63.92 %)
Neutral: (24.53 %)
Disagreed: (11.55 %)
Supervisor being truthful to staff
Positive Agreement: (57.0% )
Neutral: (39.19 %)
Disagreed: (3.77 %)
Relationship you’re with boss
Very Good: (27.63 %)
Good: (48.15 %)
Neutral: (22.37 %)
Boss’s / Supervisor’s management skills
Very Good: (22.37 %)
Good: (45.15 %)
Neutral: (25.78 %)
Bad: (4.89 %)
Very Bad (11.9 %)
Communication with general management
Very Good: (24.37 %)
Good: (22.07 %)
Neutral: (40.44 %)
Bad: (11.26 %)
Very bad (10.8 %)
Appreciation from management
Very Good: (13.26 %)
Good: (36.33 %)
Neutral (36.74 %)
Bad: (11.81 %)
Very Bad (12. 67 %)
Career development support from supervisor/management
Very Good: (11.36 %)
Good: (37.64 %)
Neutral: (42.56 %)
Bad: (9.74 %)
Very Bad (7.06 %)
Mark your satisfaction level together with your supervisor manager or management
for response to suggestions projected by you?
Very happy 8
Satisfied 31

8. International Letters of Social and Humanistic Sciences 25 (2014) 51-58
-57-
Neutral 5
Dissatisfied 6
Very dissatisfied 3
Investigation on the satisfaction levels of staff to suggestions they propose to
supervisor, manager and therefore the management indicated that satisfaction registered
with thirty one respondents 59.6 %
4. 1. Limitation of the study
This research study has following limitations:
• Only private firms are considered to check the impact of motivation on performance.
• The length of the questionnaire – around seventeen queries.
• Another limitation of the study which faced during the research article is difficulty to
access the company’s internal information.
• This study is conducted only in the private firms of Multan district of Pakistan.
5. CONCLUSION AND FUTURE DIRECTION
The literature and varied studies finished that factors: direction, recognition, incentives
and different psychological feature factors have positive impact on worker motivation,
additionally there is an encouraging association between worker inspiration and firmal
efficiency. Those workers who are working in the private firm need more motivation as
compared to the public firms.
According to the research study employee motivation is necessary for all the firms. It
does create a great impact on the firm and employee performance. Increase their efficiency
and effectiveness and helps in the achievement of the firm target. It is observed that the firms
which take cares of their workers progress rapidly. This research investigated two factors,
authorization and worker identification and different factors for attractive worker inspiration
that ends up in firmal effectiveness. In future this text particularly the two psychological
feature factors: worker authorization and worker recognition can play vital role within the
succession of the personal firm.
References
[1] Annamalai T., Abdullah A. G. K., Alasidiyeen N. J., European Journal of Social
Sciences 13(4) (2010) 623-632.
[2] Aydeninka B., Ceylan A., Development and Learning in Organizations 23(3) (2007)
21-23.
[3] Baldoni J., (2005). Motivation Secrets. Great Motivation Secrets of Great Leaders
WWW page. URL http://govleaders.org/motivation_secrets.htm
[4] Baron R. A., Motivation and Emotion 15(1) (1991) 1-8.
[5] Bedeian A. G., Hunt J. G., The Leadership Quarterly 17(2) (2006) 190-205.

9. International Letters of Social and Humanistic Sciences 25 (2014) 51-58
-58-
[6] Butkus R. T., Green T. B. (1999). Motivation, Beliefs, and Organizational
Transformation. ABC-CLIO.
[7] Hassan R. A., Fuwad B. A., Rauf A. I., Academy of Strategic Management Journal 9(2)
(2010) 123-131.
[8] Kalimullah A. R., Yaghoubi N. M., Moloudi J., European Journal of Economics,
Finance and Administrative Sciences 24 (2010) 165-171.
[9] Lawler E. E., Hall D. T., Journal of Applied psychology 54(4) (1970) 305.
[10] Manzoor Q. A., Business Management and Strategy 3(1) (2012) 1.
[11] Martin D. C., Bartol K. M., Journal of International management 9(2) (2003)
115-132.
[12] Muhammad M. E., Ghafoor M. M., Naseer S., Far East Journal of Psychology and
Business 2(1) (2011) 37-48.
[13] Rizwan S. U., Cornell L. Rev. 98 (2012) 493.
[14] Rukhmani K., Ramesh M., Jayakrishnan J., European Journal of Social Sciences 15(3)
(2010) 365-369.
[15] Rutherford H. J., Lindell A. K., Emotion Review 3(3) (2011) 333-343.
[16] Yazdani B. O., Yaghoubi N. M., Giri E. S., European Journal of Social Sciences 20(2)
(2011) 267-274.
[17] Yuchtman E., Seashore S. E., American Sociological Review 32 (1987) 891-903.
[18] Nadeem Iqbal, Naveed Ahmad, Zeeshan Haider, Sonia Anwar, International Letters of
Social and Humanistic Sciences 5 (2014) 73-80.
[19] Nadeem Iqbal, Naveed Ahmad, Komal Javaid, International Letters of Social and
Humanistic Sciences 6 (2014) 60-73.
[20] Nadeem Iqbal, Naveed Ahmad, Maira Abrar, Aisha Hassan, International Letters of
Social and Humanistic Sciences 7 (2014) 31-43.
[21] Nadeem Iqbal, Naveed Ahmad, Zeeshan Riaz, International Letters of Social and
Humanistic Sciences 9 (2014) 14-25.
[22] Nadeem Iqbal, Naveed Ahmad, Hafeez Ullah, Aun Abbas, International Letters of
Social and Humanistic Sciences 24 (2014) 15-25.
( Received 15 July 2014; accepted 22 July 2014 )